About journal  
             Home | Brief Introduction | Editorial Board | Notice to Contributors | Editorial Policy | Subscription | Advertisement | Download | Guestbook | 中文版  
 
屠志浩,李海立,何静文,赵后雨,瞿靖芮,沈兴华.军事心理选拔中择优与汰劣策略的权衡与融合[J].Academic Journal of Second Military Medical University ,2020,41(1):85-89
军事心理选拔中择优与汰劣策略的权衡与融合    点此下载全文 Fulltext
屠志浩1  李海立2  何静文3  赵后雨1  瞿靖芮1  沈兴华1*
1. 海军军医大学(第二军医大学)
心理系航海心理学教研室, 上海 200433;
2. 海军潜艇学院潜艇兵训练基地, 青岛 266042;
3. 海军军医大学(第二军医大学)
心理系医学心理学教研室, 上海 200433
*通信作者
基金项目:军队"十二五"重大项目(AWS12J002).
DOI:10.16781/j.0258-879x.2020.01.0085
Hits: 86
Download times: 71
摘要:
      军事心理选拔中择优与汰劣是两种不同的选拔策略,无论在理论基础还是在选拔实践中都有巨大差异。择优选拔的本质是基于人-岗匹配理论与胜任特征理论的工作绩效预测过程,德国军官心理选拔是典型的择优选拔。汰劣选拔的本质是生理心理筛查,心理选拔中的汰劣就是筛选并淘汰智力低下、有精神障碍的候选者,我国应征公民入伍心理选拔是典型的汰劣选拔。择优与汰劣在测量项目与测量方式上存在差异。在择优与汰劣的权衡中应该考虑选拔对象、候选者绝对数量与选拔录用比、成本收益率3个因素。择优-汰劣并不是绝对的二元对立,两者能够融合在一起,美国海军潜艇艇员心理选拔量表Subscreen就是两者结合的典范。实际应用中,在考虑到选拔对象、候选者绝对数量与选拔录用比、成本收益率的情况下,应该尽可能采用择优的选拔策略,在军队特有的大规模人员选拔中也可采用择优与汰劣相结合的方式。
关键词:选拔  工作绩效  择优  汰劣
Select-in and select-out strategy in military psychological selection    Fulltext
TU Zhi-hao1  LI Hai-li2  HE Jing-wen3  ZHAO Hou-yu1  QU Jing-rui1  SHEN Xing-hua1*
1. Department of Naval Psychology, Faculty of Psychology, Naval Medical University(Second Military Medical University)
, Shanghai 200433, China;
2. Submarine Crew Training Base, Navy Submarine Academy, Qingdao 266042, Shandong, China;
3. Department of Medical Psychology, Faculty of Psychology, Naval Medical University(Second Military Medical University)
, Shanghai 200433, China
*Corresponding author
Fund Project:Supported by Major Project of "12th Five-Year Plan" of PLA (AWS12J002).
Abstract:
      Select-in and select-out are two completely different strategies of military psychological selection. The two strategies vary from each other theoretically and practically. Select-in is a process of predicting job performance based on person-job fit theory and competency theory. Psychological selection of military officers in Germany is a typical select-in selection. Select-out is actually a kind of physiological and psychological screening. Select-out psychological selection aims at screening out retarded or mentally ill candidates. Psychological selection for Chinese recruits is a typical select-out selection. Select-in and select-out are different in test items and test administration. Three factors should be taken into account in the trade-off between select-in and select-out:selection objects, number of candidates and admission ratio, and cost-benefit ratio. Select-in and select-out can be merged perfectly, which can be seen in Subscreen of US submarine. In practice, selection objects, number of candidates to admission ratio, and cost-benefit ratio suggest that the select-in strategy should be taken as priority. The combination of select-in and select-out can also be used in the large-scale personnel selection in the army.
Keywords:selection  job performance  select-in  select-out
View Full Text  View/Add Comment  Download reader

You are guest number    沪ICP备10039470号-2
Sponsored by:第二军医大学 Publish by:
Address:上海市翔殷路800号 Postcode:200433 Tel:021-25074344 Fax:021-25074344 E-mail:bxue@smmu.edu.cn
Beijing E-tiller Co.,Ltd.